| Comment Number: | OL-10511292 |
| Received: | 3/16/2005 2:56:33 PM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
Overall this concept has some merit. It will streamline hiring practices and update pay scales to be in line with local pay rates. However, I also find there are many things still left open in the proposal as written. #1. The proposal does not address how the DoD intends to implement the labor rules uniformly. One of the problems I can foresee is that the promotion/pay increases are based on performance. How does DoD intend to remove the subjectivity from this? My supervisor and I often disagree on the significance of what I have accomplished. #2. The proposal states the performance management system "requires supervisors to set clear expectations". How does DoD intend to define "clear"? The proposal also states that "lengthy, detailed job descriptions are no longer needed". This contradicts setting clear expectations. What is to keep a supervisor from seeting an "expectation" that exceeds an employyes ability (and training - currently DoN offers NO program management training) and then taking action against the employee for not meeting the "expectations"? #3. The proposal offers "greater emphasis on performance [over seniority) in retention". As stated above, I find this to subjective. A supervisor could easily retain teir favorites and dismiss the less favorites, though the less favorites are more knowledgeable and productive.